Proven Results

Scale Faster - By Building High Performance Leadership Teams

You can't scale without a strong leadership team.

When you need to scale at pace, the difference between a “good enough” hire and the right leader shows up quickly in revenue, execution and team morale. You’re not looking for a CV – you’re looking for someone who can raise the performance bar, win the trust of your board and investors, and deliver commercial outcomes in demanding SaaS and tech markets.

We work as a discreet extension of your leadership team to headhunt leaders who have already built and led high‑performing teams in environments like yours – often in scale‑ups, category‑creators or challenger brands. The search is built around understanding your context, pressure points and value‑creation plan, then targeting people who’ve actually done what you need done next, not just something adjacent.

The benefits: stronger leaders who ramp faster, make better decisions, and attract better talent around them. That means fewer mis‑hires, less time lost to “nearly right” appointments, and more energy going into growth, customers and product – not repair work. Over time, you don’t just fill roles; you build a leadership bench that compounds performance and enterprise value.

For over 20 years, we’ve helped SaaS and tech companies — from scale‑ups to turnarounds and category‑creators — appoint leaders who’ve gone on to increase sales, enter new markets, optimise operations, and scale their businesses, often culminating in successful exits.

​

Accelerate Sales - With Top Tier Sales Talent

“It’s not working!”

One of the most common problems SaaS and tech vendors face is recruiting salespeople and senior specialists like consultants and sales engineers. It’s hardest in new‑business roles: there are plenty of account handlers, indirect account managers and job‑hoppers, but a real dearth of true hunter types.

That’s the broad picture. Once you factor in your specifics – location, seniority, product type, target market – you’re looking for someone very particular. Add the fact you want an “A” player, not a “C” player, and it’s clear why job ads alone are unlikely to deliver.

Meanwhile, internal recruiting teams are overloaded, often carrying 20–30 roles each. They’re inundated with the wrong applicants in the wrong places – random, low‑quality or at best mediocre – and buried under admin. Few have the time to be proactive, and most have limited true headhunting experience. Done properly, it’s incredibly time‑consuming.

The good salespeople and specialists aren’t actively on the job market. They’re not applying to your job board or LinkedIn ad. They are best accessed via a headhunting approach that identifies people with the most relevant backgrounds and strongest track records – people who can be expected to sell more and accelerate sales.

This type of hire is absolutely critical for SaaS and tech companies – and it’s one of the areas where we’ve recruited hundreds of people who’ve gone on to do great things.

​

Confidential Hires - Replace Under-Performers

When a senior hire isn’t working out, everyone feels it – missed numbers, stalled initiatives, team drift and growing uncertainty. Keeping them in place for too long quietly taxes revenue, culture and credibility with your board and investors. Yet managing a replacement is sensitive: you need to move decisively, protect relationships and avoid signalling risk to customers, partners and staff.

We specialise in discreetly replacing under‑performing leaders and senior specialists in tech and SaaS businesses. Working with a small number of stakeholders, we help you define what “great” now looks like, where the current incumbent is holding you back, and what outcomes the successor must deliver in their first 12–24 months. Then we quietly map the market, approach proven operators who have already delivered in comparable contexts, and run a controlled process that preserves confidentiality while widening your options.

The benefit is twofold: you remove a drag on performance and upgrade to someone who can immediately raise the bar – commercially, culturally and operationally. That means clearer direction for the team, stronger execution against plan and a leadership bench that supports, rather than limits, your next phase of growth.

​

Mission‑Critical - Hard‑to‑Fill Roles

Some roles are simply too important, too visible or too specialised to leave to chance. These are the hires where a shallow candidate pool, niche experience requirements or a demanding stakeholder group make it hard to gain real traction. Yet every month without the right person in post quietly hits revenue, strategy execution and the confidence of your board, investors and team.

We address mission‑critical hiring needs across your leadership team and in senior specialist roles, focusing on situations where track record, context fit and credibility really matter. Working as a discreet extension of your leadership team, we clarify what “mission‑critical” means in your world, map the market, and directly engage proven operators who are usually not active or visible in standard searches.

The benefit: you de‑risk the appointment and shorten the time to a genuinely high‑calibre hire, rather than cycling through “almost right” candidates. You get someone who can operate at pace in your environment, lift the standard around them and create momentum in areas that have been blocked or underpowered.